Gender Inequalities in Pay and Pension Gap
Gender disparities in pay contribute to the pension gap and risk of poverty among aging workers. The gender pay gap increases with age across all Member States, and it enlarges substantially along the career path, reflecting structural barriers in the labor market. Gender gaps in full-time equivalent employment are particularly pronounced in older age groups. Couples with young children experience the highest gender gap in net earnings in the EU. Understanding these issues is crucial for promoting gender equality in the workforce.
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The pension gender gap and structural barriers in the labour market Labour Market Observatory (LMO) conference "Solidarity between generations: a focus on ageing workers 30/04/2019 Dr. Lina Salanauskaite
Gender inequalities in pay generate pension gap and risk of poverty EU risk of poverty rate 60 years or over Women 16.7% Men 13.7% 75 years or over Women 19.2% Men 13.0% EU gender inequalities in earnings: 16.2% - gender pay gap 39.6% - gender overall earnings gap 38% - gender pension gap
Gender pay gap: not full reality of inequalities at work is reflected Measures: - average hourly earnings - monthly average of the number of paid hours - employment rates of men and women Measures the difference in gross hourly wage between women and men
Gender gap in overall earnings: a close link to gender pension gap 50 NL AT DE UK MT Gender overall earnings gap IT EL CZ 40 EU28 EE SK IE ES LU HU PL BE FR 30 RO CY SE DK PT HR FI LV SI BG LT 20 0 10 20 30 40 50 Gender gap in pensions
Large gender gaps as regards employment intensity Full time equivalent employment, 2017: Source: Gender Equality Index 2019, forthcoming
Gender gaps in FTE are particulalry large in older ages Full time equivalent employment, 2017:
Couples with children under 7: highest gender gap in net earnings Net monthly earnings, EU-28 (2015): Source: EIGE calculations on the basis of EWCS (2015) data
Gender pay gap increases with age across all Member States Source: Eurostat
Gender pay gap enlarges substantially along the career path Gender pay gap in the EU (2014), by age groups, pay quintiles and educational attainment: Reference: EIGE. (2019, forthcoming). Tackling the gender pay gap: not without a better work-life balance.
Gender gaps in pay are particularly large in certain occupations, such as health professionals Gender gaps in net earnings are particularly large among those in more qualified/better paid jobs 100 12 17 27 14 38 80 41 46 27 20 25 60 16 25 26 24 27 40 17 23 20 14 16 20 21 14 27 9 10 13 11 9 7 4 0 Women Men Women Men Women Men ICT specialists Health professionals Other 1 Quintile 2 Quintile 3 Quintile 4 Quintile 5 Quintile Reference: EIGE. (2018). Women and men in ICT: a chance for better work-life balance. Retrieved from https://eige.europa.eu/rdc/eige-publications/women-and-men-ict-chance-better-work-life-balance-research-note
Working in an occupation matching educational qualification Reference: EIGE. (2018). Study and work in the EU: Set apart by gender. Retrieved from https://eige.europa.eu/rdc/eige-publications/study-and-work-eu-set-apart-gender-report
Gender pay gap is particularly large in certain sectors Financial and insurance and technical activities Professional, scientific Arts, entertainment Manufacturing and recreation activities NACE codes: B) mining and quarrying; C) manufacturing; D) electricity, gas, steam and air conditioning supply; E) water supply, sewerage, waste management and remediation activities; F) construction; G) wholesale and retail trade; repair of motor vehicles and motorcycles; H) transportation and storage; I) accommodation and food service activities; J) information and communication; K) financial and insurance activities; L) real estate activities; M) professional, scientific and technical activities; N) administrative and support service activities; O) public administration and defence, compulsory social security; P) education; Q) human health and social work activities; R) arts, entertainment and recreation.
Gender pension gap and structural barriers in labour market: take-away messages 1/ Gender inequalities in pay: the gender pay gap alone does not show the full reality of inequalities at work; Gender gap in overall earnings is an option and also reflects on gender inequalities in pensions. 2/ Gender norms and stereotypes underpin gender inequalities in pay. Social protection systems do not correction mechanisms for smoothing gender inequalities in labour market. 3/ Work-life balance measures can increase women s employment and reduce the gender pay gap, but only if men use them too.
European Institute for Gender Equality
